Background: The term “corporate culture” is used to describe a company’s long-standing norms and practices, as well as the staff’s views and the anticipated value of their job. Executives may need to adjust their leadership styles to achieve the organization’s goal, which may have consequences for the satisfaction of the workforce. Therefore, it is essential to appreciate the relationship between business ethos, management style, work performance, mental health and employees’ job satisfaction. Methods: Researchers was conducting a cross-sectional survey of Saudi Arabian and Indian employees. Data was be collected using a structured questionnaire. To test the reliability of the data, they will be analysed by “Cronbach’s a and confirmatory factors”. SEM was be used to show the relationships of organizational cultures and leadership behaviour on work performance, mental health and job satisfaction through IBM-SPSS and SmartPLS software. Scope: A corporation with a strong culture and effective leadership shares principles and norms of behaviour with its workers, which should aid them in attaining their goals and objectives. Employees could gain work recognition, mental piece, work performance and job satisfaction when they can accomplish the obligations allotted to them by the company. Results: Corporate culture were significantly (positively) correlated with work performance, mental health and job satisfaction. In the same way, leadership behavior was significantly (positively) correlated with work performance, mental health and job satisfaction. Conclusions: The organisational culture holds significant importance, exerting a substantial influence on the overall well-being and productivity of the work environment. The acknowledgement and acceptance of the organisational ethos by workers can have a significant impact on their work behaviour and attitudes when it comes to communication and promotion. When there is a positive interaction between leadership and employees, the latter are more likely to actively contribute to team collaboration and interaction. Additionally, they are more likely to be motivated to achieve the organization’s assigned mission and objectives. As a result, work performance, mental health, and job satisfaction are enhanced.

The emergence of the COVID-19 pandemic led to the need to move educational processes to virtual environments and increase the use of digital tools for different teaching uses. This led to a change in the habits of using information and communication technologies (ICT), especially in higher education. This work analyzes the impact of the COVID-19 pandemic on the frequency of use of different ICT tools in a sample of 950 Latin American university professors while focusing on the area of knowledge of the participating professors. To this end, a validated questionnaire has been used, the responses of which have been statistically analyzed. As a result, it has been proven that participants give high ratings to ICT but show insufficient digital competences for its use. The use of ICT tools has increased in all areas after the pandemic but in a diverse way. Differences have been identified in the areas of knowledge regarding the use of ICT for different uses before the pandemic. In this sense, the results suggest that Humanities professors are the ones who least use ICT for didactic purposes. On the other hand, after the pandemic, the use of ICT for communication purposes has been homogenized among the different knowledge areas.

In the dynamic contemporary business landscape, the convergence of technology, finance, and management plays a pivotal role in organizational success. This research explores the multifaceted realm of strategic integration, emphasizing the intricate balance between these domains. The background sets the stage, elucidating the historical evolution and growing relevance of this integration. Various research methodologies, including case studies, surveys, interviews, and data analysis, are used to investigate practical aspects. The study delves into the role of technology, emphasizing digital transformation, innovation, and IT infrastructure. It dissects financial management, focusing on decision-making, risk management, and capital allocation. Additionally, management and leadership are discussed, with an emphasis on change management, strategic leadership, and skill development. Challenges, such as cultural disparities and regulatory complexities, are scrutinized, alongside opportunities like improved decision-making and enhanced productivity. Real-world case studies illustrate success stories and lessons learned. The paper concludes with findings, implications for businesses and management, and practical recommendations for navigating this convergence. This research contributes valuable insights into performance and competitiveness, facilitating a better understanding of key performance metrics and positioning strategies in the digital age.

Over the course of many years, the Mekong Delta region has experienced relatively low and inconsistent levels of business attraction and low quality of the enterprise environment compared to other regions in Vietnam. To delve into whether this discrepancy reflects a negative perception of the business environment in the area, this study employs a dataset comprising the aggregate Provincial Competitiveness Index (PCI) and nine of its component scores, alongside other significant control variables, to analyze business attraction trends spanning from 2010 to 2020. It based on the modeling analysis for the panel data that includes Pool-OLS, FEM and REM models. The findings indicate that PCI serves as an important indicator influencing the quality of the business environment and plays a role in determining the location preferences of businesses. It is observed that public investment has exerted an impact on enticing new businesses to the region throughout this period. These research outcomes carry several policy implications, suggesting that public policy interventions can positively shape the business environment, consequently bolstering the appeal of business investments in the region.

In today’s rapidly evolving organizational landscape, understanding the dynamics of employee incentives is crucial for fostering high performance. This research delves into the intricate interplay between moral and financial incentives and their repercussions on employee performance within the dynamic context of healthcare organizations. Drawing upon a comprehensive analysis of 226 respondents from three healthcare organizations in Klang Valley, Peninsular Malaysia, the study employs a quantitative approach to explore the relationships between independent variables (career growth, recognition, decision-making, salary, bonus, promotion) and the dependent variable of employee performance. The research unveils that moral incentives, including career growth, recognition, and decision-making, significantly impact employee performance. Professionals motivated by opportunities for growth, acknowledgment, and participation in decision-making demonstrate heightened engagement and commitment. In the financial realm, competitive salaries, performance-based bonuses, and transparent promotion pathways are identified as crucial factors influencing employee performance. The study advocates a holistic approach, emphasizing the synergistic integration of both moral and financial incentives. Healthcare organizations are encouraged to tailor their incentive structures to create a supportive and rewarding workplace, addressing the multifaceted needs and motivations of healthcare professionals. The implications extend beyond academia, offering practical guidance for organizations seeking to optimize workforce dynamics, foster job satisfaction, and ensure the sustainability of healthcare organizations.

The new oil derivatives transportation scheme proposed by the 2013 Mexican Energy Reform allowed new participants to enter the sector. The new legal framework requires fulfilling many requirements and corresponding duties for the transportation of oil products. The Mexican government already has an institution dedicated to measuring the regulatory cost of each federal procedure. This work aims to quantify the regulatory costs associated with the procedures and their compliance to obtain permits for transporting oil products by truck. We use the standard cost method to measure these costs, considering all associated costs. The results showed that two government offices did not adequately measure these costs. They did not consider relevant information on frequency and opportunity costs, resulting in undervaluation and leading to wrong expectations. As a result of this research, we provide a more accurate way of estimating these costs, which brings greater certainty in the budgeting of these projects and, therefore, increases the probability of survival and success.